New Employee Orientation Simulation and Bootcamp

New Employee Orientation / On-Boarding Bootcamp

Speed to Client Productivity for New Hires

“I wanted to let you know how much I enjoyed working with LSA on the design and delivery of the experiential new employee training. I’ve been getting tons of positive unsolicited feedback. You truly exceeded everyone’s expectations.”
Steven Gray | US Enterprise Services | Microsoft

“We partnered with LSA to help custom design, deliver, and measure an advanced new employee on-boarding and measurement process. The process was well thought out and bought into by leadership. The combination of targeted tools, technology, coaching, performance plans, training and reinforcement made all the difference. The pilot program in EMEA was a big success and the program quantifiably improved new employee and hiring manager satisfaction and increased the speed to productivity for new hires. We are continuing to work with LSA Global to scale the program in other GEOs and expand to cover more roles at VMware. I would recommend LSA Global for any sales enablement team looking to increase the engagement and speed to productivity of their sales force. We are excited to implement the program globally across VMware as we continue to scale.”
Rochana Golani | Director, Global Field Readiness | VMware, Inc.

“The experiential New Employee Orientation was an incredible success for over 2500 new hires in four years across the globe. They partnered with us to create an innovative solution on very short notice, and added a huge amount of value that isn’t reflected in their cost. We could never have done it without their unmatched combination of expertise, professionalism, and creativity. Even our experienced hires were blown away!”
Brenda Wagner | Founder and President | Proxicom

Description:
The traditional approach to “on-boarding” — sitting your new hire down with a stack of reading materials, providing access to eLearning modules, or putting them through a series of PowerPoint presentations — doesn’t do much to explain how the organization truly functions or to help them succeed in their new job.

If you are concerned about speed to productivity for new hires, then this customized and experiential new employee on-boarding approach is for you.

This multi-day, experiential based program helps fast growing service and technology companies to substantially decrease the time it takes for new employees to perform at high-levels internally and at a client. This is especially true for new employees that must deal with:

  • Selling, delivering, or servicing custom solutions
  • Demanding clients
  • Increasing project complexity
  • Managing client expectations
  • Leading or working in project teams

This proven new employee orientation / on-boarding program provides a platform to introduce company-specific content and methodologies to new employees and have them use it in a reality-based case experience that replicates what they will experience on the job and in the field.

Learning / Facilitation Approach:

  1. Assess & Design: Custom design a multi-day, experiential new employee orientation that reflects a company’s specific business objectives, work structures and common challenges. Areas to address can include: administration/ benefits, managing change and personal transitions, internal and external branding, company strategy, values, value proposition, career development, business units, conflict management, project management, scope creep, problem solving, presentations, public speaking, meeting management, consulting, communication, teaming, solution selling, methodologies, technologies, politics, resources, mentoring, and strategic thinking.
  2. Pilot: Run the multi-day experiential program and have people work on job tasks and situations that require them to address and resolve predefined and reality-based challenges. Facilitate and debrief team outcomes to provide people with a deep learning experience that helps them see the relationships between their results, their actions, and operating paradigms.
  3. Continuous Improvement: Incorporate feedback and lessons learned into ongoing On Boarding processes.

Benefits:
Participants are fully engaged: They are doing and learning.

  • Up to a 50%+ reduction in time required for new employees to add value: Highly focused on what people need to know and do.
  • Increased client satisfaction and service levels: Learning that’s directly applicable to client project situations and project delivery.
  • Time and money savings: More prepared employees require less support, less damage control, and have greater productivity.
  • Increased morale and sense of culture: New employees create bonds that increase information sharing, morale, and cultural normalization.
  • Increased consistency and application of methodology: Through experiential practice and application, new employees become advocates and “super users” of key methodologies.
  • Increased Cross Selling of Services: Increasing awareness of multiple service offerings and their connections increases both cross and referral selling between business units, practice areas, industry verticals, and geographies.

Target Audience:
Experienced and inexperienced new employees.

What new hires say about new employee on-boarding:

“This exceeding all of my expectations as a new hire.”

“The level of support I received from the company, my manager and my mentor was refreshing.  I feel set up to succeed from the start.”

“This is the best new hire process that I have ever been through.  The new hire Survivors’ Guide is my new bible.”

What hiring managers say about new employee on-boarding:

“Having a proven and consistent process to get my new hires up to speed has been a godsend.  I could not meet our growth targets without it.”

“As a hiring manager, I was at first skeptical of the process. Now, I mandate that all new employees go through the new hire orientation process because it saves me time and dramatically increases their speed to productivity.”

“The difference between new hires who went through the new on-boarding program and those that did not is astounding.”

“While I fought it at first, it is nor mandatory for all my people.”

“Changing our new hire orientation from an event to a measurable process made all the difference.  It is embarrassing to think that most companies do it backwards.”

 

To speak with an LSA Expert and learn about new employee orientation and on-boarding training program customization and delivery options to increase the speed of new hire productivity, please contact us.

Related Information

I contacted LSA to help us with leadership development. LSA worked with me to identify a solution that would match our needs as well as our personality. The solution was such a huge success. It received rave reviews. I would highly recommend LSA to other companies.

Karen King, SPHR
Manager, Human Resources

Alliance Data

We recently hired LSA to help us take our client delivery methodology to the next level as we continue to grow and help our clients succeed. The custom strategy and design session exceeded my expectations. They really understood our business and turned around the project within a tight timeframe. LSA’s consultants were the best I have seen for this type of project. LSA’s ability to get a group of 20+ executives from around the globe on the same page, push their thinking to new heights, and ensure an executable plan was excellent. I would recommend LSA to anyone looking to take their plans and execution to the next level.

Rob Sturgeon
EVP Client Delivery

Service Source

I just wanted to let you know how pleased I am with how the new employee on-boarding project went. The end product is wonderful! LSA has been great to work with. I really appreciate all the flexibility and the high quality.

Laurie Torres
Vice President of Human Resources

PDL

LSA demonstrated the criticality for executives to look beyond current ethics topics and focus on applying fundamental values in everything they do to demonstrate true leadership. They successfully delivered in two hours what most leadership development presenters would spend an entire day trying to communicate.

Nick Voyvodich, SPHR
HR Manager

Fujitsu

We have had a very beneficial partnership with LSA for over 2 years. The recent Leadership Development Program that they designed and customized with us to help us identify, develop, and retain top leaders in the organization was a huge success. It was instrumental in helping take our company and our key people to the next level. I would recommend their training and consulting services to anyone looking to develop and retain top talent.

Steve Janowsky
Vice President of Operations

Proxicom

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

Having a training outsourcing partner like LSA to support our training and development needs has been a real benefit. In an emerging company where typically you can’t afford the infrastructure necessary to provide a full range of development venues to meet the broad needs of an organization, having an external partner who understands our business and our culture and offers everything from a wide range of open enrollment programs to customized organizational development consulting is almost as good (and in some cases better than) having your own internal Training and Organizational Development function.

Chris Wells
Vice President, HR and IT

The customized new hire on-boarding process, coaching, tools, and measurement have provided a very useful structure and frame for the first 90-days for both me and our new hires. It has been a very positive experience from my perspective and will make it much easier to on-board my new hires.

Martyn Storey
Systems Engineer Manager

LSA Global has provided our Employee Engagement Survey for the past 3 years. Their ability to administer the survey, help us sort through complex organizational changes that impact reporting, and provide flexible, customized report formats gives a high level of comfort and confidence in the work. The survey results have helped us identify and take actions to address the concerns of our Gen Y workforce. In all, LSA provides us with great value, and I would highly recommend them.

Mike Normant
Senior Director, Training & Development

Service Source

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

We held our 1st Year Academy for our new associates last week, and the segment that LSA helped us redesign went exceptionally well. Their instructional design skills made it more relevant, more interactive, and more engaging. We greatly appreciate what LSA did to help us greatly improve a key component of our program!

Larry Brown
Senior Manager, Training & Professional Development

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

LSA Global has been a great partner in helping ServiceSource move toward its Vision of being “the leading developer of talent in the service performance management industry.” I have engaged LSA’s services to help develop best-in-class programs in the areas of: Executive On-boarding, Manager Training, Sales Training, Employee Engagement and Instructional Design. They have consistently met or exceeded my (very) high expectations and are always responsive to my needs.

Mike Normant
Senior Director, Training & Development

Service Source

We consistently receive positive feedback about the quality of the LSA Leadership Training Programs and LSA facilitators. We recognize and appreciate the hard work LSA always goes through to align to our unique culture and meet our specific requirements. Thank you for regularly going above and beyond to design solutions to meet our needs. Your support and dedication, both on the strategic and tactical side, have been outstanding!

Anna Meyer
Leadership Development

Intuit

A key to performance improvement is strongly linked to cultivating the proper type of motivation. Since the performance management training, I have been much more focused on identifying and discussing how our actions in Engineering create value to IGT’s success. So far, the feedback has been positive. The group appears to be more accountable for their actions, and victim loop reactions are less frequent. The value proposition for me and those groups we work with is better teamwork, higher spirits, and a better outlook for things to come in the future (renewed enthusiasm).

Stewart Thoeni
Mechanical, HW Engineering Director

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